Values in Action: 2025 – 2030

We aim to ensure that everyone in NCAS is clear about where they fit into this integrated structure and are aware of who their manager is. Usually the NCAS Line Manager will be the same person as their institutional Line Manager. Occasionally, NCAS Line Managers will be at a different partner institution. In these circumstances, staff will have a second Line Manager at their host institution who is not an NCAS staff member but is fully aware of the NCAS programmes.There are some additional expectations of NCAS Line Managers that are outlined in the NCAS Commitments Framework.

The ways in which we work together as NCAS staff and the ways in which we support staff are embodied in our Commitments Framework.

This suite of documents explains our intention to manage NCAS, and its staff in particular, in a constructive and positive manner. They have been adopted by the NCAS Management Board. These documents are continually being developed and enhanced and are collected together as the NCAS Commitments Framework.

Many of our people work alongside other staff in their host partner institutions. The NCAS roles are always complementary to those of host institution colleagues, but as research centre staff, sometimes the roles are subtly different. This can create slightly different (but not better or worse) career opportunities and expectations.

If you are an NCAS staff member with a scientific role, one way in which your role may potentially differ from a traditional academic one will be the relative emphasis on team work alongside self-directed research. Traditional academic roles emphasise individuality and self-direction of research. Whilst an innovative approach to work is also highly valued in research centres such as NCAS, at our heart we deliver large, integrated and agreed strategic science programmes to NERC. This means that we have a strong emphasis on teamwork and research planning.

The differences between research centre and university research roles present some real career opportunities for NCAS staff. For example, it is usually difficult to fund full-time, open-ended research roles in universities, whereas these are often the norm for research centre staff. These differences can also feed through into career development and promotion opportunities. NCAS works continually with partner institutions and employers to ensure that these key differences are recognised, valued and therefore included in terms of career progression/promotion.

We recognise, however, that working in a research centre with its organised programmes isn’t for everyone. It is essential for a vibrant environmental science community that there are individuals who work independently in creative and imaginative ways. If this is what you prefer, NCAS can help you develop your career in a different direction, for example through a secondment or an apprenticeship at a partner organisation and may well be in a position to collaborate with you in the future.

Many of the operational roles ‘supporting science’ in NCAS, that is colleagues who are not scientists or researchers, such as those in the ‘professional and managerial’ category, will be very consistent with those at host partner institutions. This can make career progression in these areas more straightforward.

NCAS aims to offer a stimulating, inclusive and enjoyable environment in which to work, where staff have a chance to meet their own aspirations as well as those of NCAS. We aim to support autonomy and leadership in all roles to create a sense of belonging. The staff that join NCAS will get the chance to contribute to the development of their area of interest. They will get the chance to acquire new skills through in-house and external training and in other ways. They will work alongside leaders in their fields.

There are many opportunities for NCAS staff to influence future organisational directions and strategy, especially through the process of NERC’s National Capability commissioning.

NCAS aims to create a workplace of choice and to have excellent, well-supported and well-motivated staff, not just now but into the long term. This requires us to actively encourage and manage individuals to develop their careers, both inside and beyond NCAS. All staff can expect to receive career advice and to have access to appropriate training which will help you not only with your current role, but which can prepare you for future roles.

Find out about the NCAS learning opportunities for our staff.

If you are working within NCAS and your role is not one that relates to a specific time limited project, then our commitment to you is that we will ensure that you are offered an open-ended contract of employment wherever possible. We do not support the use of fixed-term contracts of employment as a general approach to recruitment. We stress to employers the significance of NCAS having a long-term and enduring financial commitment from NERC, on a rolling 5 year basis, and expect this to influence the employer’s approach to contracts of employment. This commitment allows NCAS to continually improve through the ongoing development of people, skills and expertise.

The nature of your work may make a move within NCAS to a different host institution desirable, or you may seek a move for career or personal reasons. NCAS works closely with its employers to facilitate this. Numerous such moves have taken place in recent years. If this is relevant to you, then please speak to your NCAS Line Manager.

All staff may ask about the possibility of a secondment; speak to your NCAS Line Manager in the first instance. Appropriately designed secondments within and outside of NCAS are viewed positively.

Although promotion is ultimately the responsibility of your host institution as employer, NCAS takes a keen interest in the career development of its staff. We expect to work closely with employers to ensure that your promotion prospects are fully consistent with your NCAS role and that your employer recognises this. Staff should discuss their promotion and career development opportunities with their NCAS Line Manager.

A guide to promotions and other reward and recognition schemes are outlined as part of the NCAS commitments framework.

Our commitments to staff outline our intention to lead NCAS and support our people and partners in a constructive and positive manner. These intentions are underpinned by a further set of formal guides and processes, all of which apply across NCAS and have been adopted by the NCAS Management Board. These commitments, guides, and processes are continually being developed and enhanced and are collected together as the NCAS Commitments Framework.